RippleMatch Product Pulse Newsletter: July Edition
Jul 31, 2024
Welcome to the RippleMatch Product Pulse, your monthly hub to learn about the products & features we’ve released to help you make the most of our platform.
Highlights this month include:
Highlights this month include:
- Interview Scheduling: Easily coordinate interviews within RippleMatch.
- Candidate Activity Feed: Get visibility into each candidate's journey in your hiring process.
- AI Chat Filter: Quickly find the best candidates for you with natural language prompts.
- Updates to our Communities product: New Themes and Templates that help you save time and own your brand identity.
Learn more about these features and other recent releases below!
3 Impactful Ways University Recruitment Teams Can Prepare For The 2024 Fall Season
Jul 19, 2024
The landscape of recruitment is always changing – are you ready for the latest challenges fall recruitment has for you? To help you prepare, we’ve identified 4 key areas to focus on to ensure you have a smooth and successful season, informed by recent data collected from hundreds of recruiters, thousands of Gen Z candidates, and thousands of data points pulled from user behavior on the RippleMatch platform.
For a more in-depth analysis at each of these areas, you can download our full Fall Readiness Guide here!
All Articles
The Average GPAs at Every Ivy League University
Evaluating entry-level candidates for a role requires a different approach than evaluating candidates with several years of experience. While mid-level candidates have previous employment experience, entry-level candidates often lack full-time experience, leaving you to evaluate their potential from their internships, on-campus involvement, and often, GPA.
11 Blogs and Websites Every Talent Acquisition Professional Should Follow
Chances are if you’re a recruiter, hiring manager, or HR professional, you do your best to stay on top of the trends and best practices in hiring and talent management. You may already have a list of resources that help you stay up-to-date, but we’re here to expand your reading list with 11 blogs and websites that offer everything from actionable tips to high-level research on talent acquisition and the future of work. Read on for our top recommendations and what to expect from each site:
The Top Industries and Companies Where Gen Z Wants To Work, According To All The Reports and Studies
There are countless studies and reports on what Generation Z wants out of a career – professional development opportunities, great company culture, and corporate social responsibility initiatives, to name a few. But which companies – and industries – does Generation Z want to work for the most? We rounded up to the top surveys, studies, and reports that claim to uncover which industries and companies may see an influx of Gen Z employees in the coming years. Be sure to bookmark this link as we’ll continuously update as more studies and reports are published.
5 Facts Every Employer Should Know About Generation Z
If you’re a recruiter, hiring manager, or HR professional in the campus recruiting or entry-level space, chances are you’ve heard the term “Generation Z” recently. The post-millennial generation has been slowly stepping into the spotlight for several years now, but their entrance into the professional world has led to an explosion of whitepapers, articles, and conversation about how best to prepare for the newest generation of entry-level talent. With all of the resources available on Gen Z, it can feel overwhelming to find a high-level view of Gen Z and their place in the workforce – so we put together the top five things employers should know about this generation. If you’re just starting your research on what to expect when Gen Z employees enter your office, here are five facts to build a foundational knowledge on Gen Z as you continue your research on the youngest employees in the workforce:
The Top 20 Universities with the Highest Average GPAs
What does a high GPA tell you about a prospective candidate for a job? Some employers might consider a high GPA to be an indicator of a hard-working, intelligent candidate that excelled in their studies. While that thinking isn’t incorrect, employers should be wary of grade inflation when placing a heavy importance on grade point average during candidate evaluation as it can create an uneven playing field when comparing students across universities. Grade inflation occurs when institutions award students with higher grades than they might deserve, increasing the overall average grade received. That makes it more difficult to compare students from different universities on GPA alone – is a 3.9 GPA at a school with known grade inflation really better than a 3.7 GPA at a university without?
The Most In-Demand College Majors, According to Recruiters
A candidate’s college major alone won’t indicate if they’re qualified for a role – but it can help streamline the pool of candidates. That’s why we ask the recruiters on our platform if specific majors are relevant to their role, in addition to asking them to weigh the importance of factors like GPA, previous internships, school prestige, and specific skills. The data helps us match their job opportunities with the best student candidates, but it also gives us a look into the most commonly requested – AKA in-demand – college majors.
The Top Resources Candidates Use To Research The Companies They Want To Work For
Find out how today's entry-level candidates are engaging with employers – download our infographic on the top resources candidates use to research companies here.
8 Coding Bootcamps and Organizations That Are Helping To Close The Diversity Gap In Tech
It’s no secret that the tech sector is lacking diversity. Fewer than 5 percent of employees identify as Black or Latino at top tech companies like Google, Facebook, and Twitter, and the representation of women of all races and ethnicities hovers between 30-40% at some of the most successful tech companies. While the focus is often on large tech companies and their lack of diversity, the underrepresentation of women and racial minorities is a problem at any company size. As startup founders and heads of talent acquisition grapple with designing an overall hiring process that will lead to more diverse teams, there are actionable and concrete ways to build a more diverse pipeline. One of these ways? Source candidates from coding bootcamps and organizations that are helping to close the diversity gap in tech.
Nearly 60% of Candidates Say A Company’s Mission And Values Sparked Their Interest In Interviewing For A Role
We know that professional development and company culture are extremely important to early-career candidates in their job search. But when it comes to interviewing with specific companies, a company’s mission and values plays the biggest role in sparking candidate interest.
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